Term
| Any violation of City or Departmental policy, whether the employee is _(A)_, _(B)_ or _(C)_, may result in discipline. |
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Definition
A. on duty
B off duty
C. off-duty (working off duty in a police capacity)
3.18 pg1 |
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Term
| If an employee is to receive discipline of a written reprimand, suspension, demotion or termination as defined in this order, a _(A)_ must be completed |
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Definition
A. supervisory investigation / citizen complaint
3.18 pg1 |
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Term
| Investigation procedures outline in operations orders 3.19, misconduct investigations and MOU _(A)_ followed. |
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Definition
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Term
| only _(A)_ violations will be considered for discipline. |
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Definition
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Term
an investigation _(A)_ required when a coaching/supervisor initiated training or supervisory counseling is conducted to improve performance
repeated violations of policy may result in _(B)_. |
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Definition
A. is not
B. discipline
3.18 pg1 |
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Term
| in cases of performance issue/minor policy violations, the employee _(A)_ provided a copy of the supervisor notes on a _(B)_ basis for review and signature as a receipt. |
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Definition
A. will be
B. monthly
3.18 pg1 |
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Term
| repeat 'Not Met' performance which has been documented in the employees _(A)_ may result in _(B)_. |
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Definition
A. PMG
B. discipline
3.18 pg3 |
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Term
| Acts not involving repeat offenses or reckless disregard for policy, that may be deemed as performance issues, are referred to as _(A)_. |
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Definition
A. Minor policy violations
3.18 pg1 |
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Term
| _(A)_ are a type of non-disciplinary counseling designed to help the employee gain greater competence and confidence, or assist in overcoming barriers to improve employee performance. |
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Definition
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Term
| a supervisory counseling is _(A)_. |
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Definition
A. formal discipline
3.18 pg2 |
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Term
| a supervisor counseling will be _(A)_ and _(B)_ by the employee to ensure that the employee understands the purpose of the counseling. a supervisor counseling does not require the issuance of a _(C)_. |
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Definition
A. signed
B. dated
C. NOI
3.18 pg2 |
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Term
| written reprimands are _(A)_ offenses or a _(B)_ of policy. a written reprimand can be assigned a _(C)_ suspension. |
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Definition
A. repeat
B. disregard
C. 8 or 40 hour
3.18 pg2 |
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Term
| a written reprimand is a disciplinary documentation detailing a policy violation which requires the authorization of a _(A)_. a written reprimand must be reviewed and _(B)_ by the employee and requires the issuance of a _(C)_. |
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Definition
A. bureau/precinct commander
B. signed
C. NOI
3.18 pg2 |
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Term
| if within _(A)_ years of the date of discipline, information in a written reprimand form will be documented in _(B)_ misconduct investigations. |
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Definition
A. 3
B. sustained
3.18 pg2 |
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Term
| _(A)_ is a mandatory temporary leave from work without pay from _(B)_ to _(C)_ hours. and will be authored by the city human resources department . |
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Definition
A. suspension
B. 8
C. 240
3.18 pg2 |
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Term
| class 1 violations are acts involving an increased disregard for policy, will be referred to the _(A)_ and possible discipline is a _(B)_ suspension. |
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Definition
A. executive assistant chief
B. 8 or 24 hour
3.18 pg2 |
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Term
| class 2 violations are acts adversely affecting department operation or involve _(A)_ behavior, will be referred to the executive assistant chief or _(B)_ and possible discipline is a _(C)_ suspension or _(D)_. |
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Definition
A. egregious unprofessional
B. DRB
C. 24-40 hour
D. demotion
3.18 pg2 |
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Term
| class 3 violations are acts so serious and malicious in nature they may require _(A)_ by the chief of police or designee with immediate removal of all employee responsibilities, may be referred to a _(B)_ and possible discipline is a _(C)_ suspension, demotion, termination / Loudermill process. |
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Definition
A. immediate intervention
B. DRB
C. 40, 80 or 240 hour
3.18 pg2 |
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Term
| A Loudermill hearing is a determination of employment status without a referral to the _(A)_. |
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Definition
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Term
| Progressive discipline: an employee who has received a non disciplinary coaching/supervisory initiated training for a minor policy violation and either repeats the same violation or is found to be in violation of _(A)_ within time limits is subject a _(B)_ or _(C)_. |
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Definition
A. other minor policy violations
B. supervisory counseling
C. written reprimand.
3.18 pg3 |
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Term
| Progressive discipline: an employee who has received a supervisory counseling for a minor policy violation and either repeats the same violation or is found to be in violation of another minor policy violation _(A)_, is subject to a _(B)_ or _(C)_. |
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Definition
A. within time limits
B. second supervisory counseling
C. written reprimand
3.18 pg3 |
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Term
| Progressive discipline: an employee who has received a written reprimand and either repeats the same minor policy violation or is found to be in violation of another policy violation within time limits is subject to a _(A)_ or being referred to the _(B)_ for _(C)_. |
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Definition
A. written reprimand
B. executive assistant chief
C. an 8-24 hours suspension.
3.18 pg3 |
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Term
| Progressive Discipline: an employee who has received a suspension and is found to be in violation of a _(A)_ violation with in the last _(B)_ years from the date of discipline will be referred to the DRB for a possible demotion, _(C)_ suspension or termination /Loudermill precess. |
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Definition
A.class 1 or class 2
B. 5
C. a 40, 80 or 240 hour
3.18 pg3 |
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Term
| Progressive discipline: an employee who has 2 suspensions and is found to be in violation of a class 1,2 or 3 violation within the last 5 year from the _(A)_ is subject to termination / Loudermill. |
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Definition
A. date of discipline
3.18 pg3 |
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Term
| 2nd coaching in 12 months may become a _(A)_ or _(B)_. |
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Definition
A. supervisory counseling
B. written reprimand
3.18 pg4 |
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Term
2nd supervisory counseling within 12 months may become a _(A)_ or _(B)_.
second written reprimand in a _(C)_ year period may become another written reprimand or an executive assistant chief suspension of _(D)_. |
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Definition
A. supervisory counseling
B. Written reprimand
C. 3
D. 8 or 24 hours
3.18 pg4 |
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Term
| A supervisory counseling when the employee already has had a suspension in the last _(A)_ years may become _(B)_ or _(C)_. |
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Definition
A. 5
B. supervisory counseling
C. written reprimand
3.18 pg4 |
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Term
| a written reprimand when the employee already has a suspension in the last 5 years may become _(A)_ or _(B)_. |
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Definition
A. written reprimand
B. Executive assistant chief suspension of 8 of 24 hours.
3.18 pg4 |
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Term
a second suspension within a _(A)_ period amy become a DRB suspension of _(B)_, demotion or _(C)_.
3rd suspension within 5 year period may become a _(D)_ |
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Definition
A. 5 year
B. 40, 80 or 240 hours
C. termination / Loudermill
D. Termination / Loudermill
3.18 pg4 |
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Term
| if an employees alleged violation is considered a class 1, 2, or 3 violation, the supervisor should _(A)_ contact _(B)_ to commence an internal investigation. |
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Definition
A. immediately
B. PSB
3.18 pg4 |
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Term
| repeated sustained policy violations may be referred to the _(A)_ if lesser means of discipline have not improved performance or corrected the behavior. |
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Definition
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Term
| sustained class 1, 2 or 3 violations will be referred to the _(A)_ or DRB/Loudermill process by _(B)_. |
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Definition
A. executive assistant chief
B. PSB
3.18 pg5 |
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Term
| The most serious violation among the sustained violations will be designated the _(A)_ violation. Other sustained violations will be considered _(B)_. |
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Definition
A. primary
B. aggravating circumstances
3.18 pg5 |
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Term
Time restrictions for considering previous discipline:
supervisory counseling = _(A)_
written reprimand = _(B)_
all suspensions = _(C)_
demotion =_(D)_ |
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Definition
A. 1 year
B. 3 years
C. 5 years
D. 5 years
3.18 pg5 |
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Term
| supervisors will document a coaching/supervisor initiated training within their supervisor notes and will provide _(A)_ copies for their employees to _(B)_ and _(C)_. |
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Definition
A. monthly
B. review
C. sign.
3.18 pg5 |
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Term
| mitigating/aggravating factors: _(A)_ are documented incidents of outstanding performance and service to the department. The _(B)_ previous years history will be included. |
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Definition
A. commendations
B. 5
3.18 pg6 |
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Term
prior discipline includes prior _(A)_ and associated levels of discipline (within time limits).
culpability is an evaluation as to whether an employee acted _(B)_ or _(C)_ that a behavior amounted to a violation of policy. |
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Definition
A. sustained allegations
B. intentionally
C. with knowledge
3.18 pg6 |
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Term
| commendations, training, PMG's, prior discipline, seniority, circumstances of the incident and culpability are all _(A)_ for discipline review. |
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Definition
A. mitigating / aggravating factors
3.18 pg6 |
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Term
| if _(A)_ mitigating or aggravating factors exist and/or the employee has a prior class 1 or 2 violation the _(B)_ may request to deviate from the standard recommended level of disciplinary action upon approval of the _(C)_. |
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Definition
A. extreme
B. commander/administrator
C. police chief
3.18 pg6 |
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Term
| when an employees sustained violation of policy is considered to be a class _(A)_ violation or a repeat of any class 1 or 2 violation where the employee received a suspension with in the last _(B)_ years the employees chain of command may recommend to the Chief that a _(C)_ be scheduled. |
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Definition
A. 3
B. 5
C. Loudermill hearing
3.18 pg6 |
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Term
| if an employee is given a Loudermill hearing the employee will be given notice at least _(A)_ prior to the hearing and be provided all supporting documentation. |
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Definition
A. 5 working days
3.18 pg6 |
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Term
| investigation with _(A)_ violations which meet the criteria for suspension, demotion or termination will be forwarded through employees division chain of command to the _(B)_. |
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Definition
A. sustained
B. DRB
3.18 pg7 |
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Term
| a DRB is not required for a _(A)_ employee who does not possess _(B)_. |
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Definition
A. probationary
B. Civil Service appeal rights
3.18 pg7 |
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Term
the employees _(A)_ may address the DRB and make a recommendation to the board for a level of discipline.
The _(B)_ is the final authority on discipline. |
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Definition
A. commander/administrator
B. chief of police
3.18 pg7 |
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Term
| Once an employee receives discipline for an allegation, they _(A)_ receive any additional discipline for the same specific allegation or incident of misconduct |
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Definition
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Term
| suspension time should begin within _(A)_ of the date of discipline as determined by the _(B)_. |
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Definition
A. 30 days
B. supervisor/operational need
3.18 pg7 |
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Term
unit 4 employees (PLEA) may exchange up to _(A)_ of vacation or compensatory time while serving a suspension. The employee must report for duty during the exchange hours.
Unit 6 employees (PPSLA) may exchange up to _(B)_ of vacation or compensatory time while serving a suspension. |
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Definition
A. 40 hours
B. 30 hours
3.18 pg7 |
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Term
employees who receive a suspension of _(A)_ or less will serve the suspension on _(B)_.
employees who receive a suspension of _(C)_ or more must serve a minimum of 40 hours per _(D)_ until the suspension is completed. |
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Definition
A.40 hours
B. consecutive days
C.40 hours
D. pay period
3.18 pg7 |
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Term
| The _(A)_ reviews all disciplinary reports that have been reviewed by an assistant chief that may lead to a suspension, demotion or termination. |
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Definition
A. Disciplinary review board
3.18 pg8 |
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Term
The disciplinary review board consists of :
_(A)_
_(B)_
_(C)_
_(D)_ |
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Definition
A. 1 assistant chief (chairperson)
B. 2 commanders
C. 2 employee peers
D. 2 phoenix citizens
3.18 pg8 |
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Term
| the _(A)_ consists of 1 executive staff member, 1 commander, 1 employee peer and 3 phoenix citizens. |
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Definition
A. Use of Force board
3.18 pg9 |
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Term
review boards: individuals in the affected employees _(A)_ will not be selected to participate in the review board.
the employee peer/s selected to serve on the board _(B)_ (can or cannot) be currently assigned to same employees bureau/precinct. |
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Definition
A. chain of command
B.cannot
3.18 pg9 |
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Term
| the employee/s involved in an incident to be brought before a review board will be notified _(A)_ at least _(B)_ prior to the meeting. |
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Definition
A. in writing
B. 10 calendar
3.18 pg10 |
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Term
| all use of force incidents found to be _(A)_ by the UFB will be reviewed by the _(B)_. |
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Definition
A. out of policy
B. DRB
3.18 pg10 |
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Term
| The DRB will review all disciplinary reports involving _(A)_, _(B)_ and _(C)_. |
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Definition
A. criminal acts (employee found guilty or took plea)
B. violations of law
C. violations of department rules and regulations that are classified as a suspension, demotion or termination.
3.18 pg10 |
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Term
any appearance before the DRB during an employees regular work shift will be counted as _(A)_.
employees may meet with their _(B)_ and _(C)_ or _(D)_ to discuss the matter being reviewed by the board |
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Definition
A. time worked
B. immediate supervisor
C. 2nd level supervisor
D. bureau/precinct commander/administrator
3.18 pg11 |
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Term
UFB incidents for review: class _(A)_ is any unintentional discharge of a weapon without injury which includes but is not limited to firearms training, practice, or general handling of a weapon.
class 2, any intentional shooting or attempted shooting of an _(B)_whether or not it was actually struck. |
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Definition
A. 1
B. object or animal
3.18 pg11 |
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Term
| UFB incidents for review: class _(A)_ is any intentional or unintentional incident where a person is injured or killed by an employees firearm discharge, any time an attempt is made to injure a person by discharging a firearm, any time serious injury is inflicted upon a person by an employee by means other than a firearm (excludes vehicles). |
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Definition
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Term
| UFB incidents for review: class _(A)_ is for any intentional or unintentional discharge of a stunbag shotgun regardless if it strikes a person/object or not. Any intentional use of a police vehicle against a person on foot or in another vehicle. any time a person dies while in the custody of an employee. |
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Definition
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Term
| use of force reports involving an ECD will be forwarded through the chain of command to the involved officers _(A)_ for review. |
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Definition
A. assistant chief.
3.18 pg12 |
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Term
the employee/s involved in a use of force incident being reviewed by the UFB _(A)_ required to appear before the board.
Employees are allowed to be accompanied to the UFB by a _(B)_, who will only be a _(C)_ during the review. |
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Definition
A. will be
B. unit representative
C. passive observer
3.18 pg12 |
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Term
| During a UFB review, all documentation including UFB recommendations will be forwarded to the _(A)_ for review. |
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Definition
A. chief of police
3.18 pg12 |
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Term
| for an _(A)_ use of force incident a memo will be sent to the affected employees bureau/precinct commander/administrator requesting _(B)_ and _(C)_. |
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Definition
A. out of policy
B. 5 year discipline and commendation record
C. PMG
3.18 pg12 |
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Term
| The presence of any _(A)_ members constitutes a quorum for doing business (DAC). |
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Definition
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Term
durring a DAC review, committee recommendation for corrective action may consist of:
_(A)_
_(B)_
_(C)_
_(D)_ |
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Definition
A. training
B. disciplinary action
C. issuance of an ATTC
D. or no corrective action.
3.18 pg13 |
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Term
| the _(A)_ will direct a supervisor within the bureau/precinct to issue an ATTC to the employee after a review and endorsement to issue the citation is given. |
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Definition
A. bureau/precinct commander/administrator
3.18 pg14 |
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Term
if the employee's precinct/bureau commander disagrees with the DAC's recommendation the matter will be reviewed by the employee's _(A)_.
if the assistant chief agrees with the DAC he will refer it back to the precinct/bureau commander. if the assistant chief agrees with the commander, he will refer it back to the _(B)_. |
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Definition
A. assistant chief
B. DAC
3.18 pg14 |
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Term
| if the employee's bureau/precinct commander disagrees with the second recommendation of the DAC, the matter will be referred back to the employees assistant chief. If the employees assistant chief disagrees with the DAC's second review the matter will be referred to the _(A)_ who's findings will be _(B)_. |
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Definition
A. executive assistant chief
B. final
3.18 pg14 |
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Term
as an alternative to discipline in _(A)_ city equipment collisions, the employees _(B)_ may allow the employee the option of reimbursing the city for a loss caused by the employee's negligence.
This option only applies to losses of up to _(C)_ |
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Definition
A. at-fault or avoidable/preventable
B. assistant chief
C. $1000
3.18 pg15 |
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Term
when the _(A)_ orders the at a suspension, demotion, or termination must be _(B)_, the original discipline notice and all copies will be removed from _(C)_ files by the FMB and sent to the city 's human resources director.
Overturned discipline _(D)_ be used in any future disciplinary actions or performance evaluation. |
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Definition
A. civil service board
B. overturned
C. all
D. will not
3.18 pg16 |
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Term
| When a civil service board modifies discipline given to an employee the same procedures apply as to when it is overturned except _(A)_. |
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Definition
A. the modified discipline may be used in any future disciplinary actions.
3.18 pg16 |
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Term
| Severity of the violation and disregard of policy require a minimum of |
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Definition
A. written reprimand
3.18 addendum a pg1 |
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Term
| increased severity of policy violations and or disregard for policy qualify as _(A)_. These violations will be referred to the executive assistant chief for an _(B)_. |
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Definition
A. class 1 violations
B. 8 or 24 hour suspension
3.18 addendum a pg2 |
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Term
| _(A)_ are violations that adversely affect Department operations or involve egregious unprofessional behavior. These violations will be referred to the _(B)_ or _(C)_ for a 24 or 40 hour suspension without pay and possible demotion. |
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Definition
A.class 2 violations
B. executive assistant chief
C. DRB
3.18 addendum a pg3 |
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Term
| violations that are so serious and malicious in nature they may require immediate intervention by the Chief of Police (or designee) for the immediate removal of all responsibilities is a _(A)_. |
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Definition
A. class 3 violation
3.18 addendum a pg5 |
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Term
| Class 3 violations will be referred to the _(A)_ for a possible demotion and or _(B)_ hour suspension without pay, or _(C)_. |
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Definition
A. DRB
B. 40, 80 or 240
C. termination/Loudermill process
3.18 addendum a pg5 |
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